Deck 2: Professional in Human Resources

Question 1

Kelly's organization has posted a new job opening for their organization. This job opening is for a woman to be the restroom attended, for all women's restrooms and locker rooms, in their organization. Kelly believes, however, that the requirement for the applicant to be a female is a violation of the Title VII of the Civil Rights Act of 1964. Which one of the following is the best answer for this scenario?

A) This is an example of an exception by bona fide occupational qualification to the Title VII of the Civil Rights Act of 1964
B) This is an example of a violation of the Title VII of the Civil Rights Act of 1964
C) The sex of applicants is excluded from the Title VII of the Civil Rights Act of 1964
D) This is not a violation of the Title VII of the Civil Rights Act of 1964 because there is an equal paying and titled job for the men's restroom and locker rooms in the company

Answer 1

A

Question 2

Holly is a senior worker in her organization and she is a member of the union. Her position will be eliminated in sixty days and she will be released from the company. Rather than being unemployed, Holly asks the union to move her to a less senior position and release a junior employee. If the union agrees to this, what will this term be known as?

A) Bumping
B) Displacement
C) Releasing
D) Re-organization

Answer 2

A

Question 3

Fran is a HR Professional for her organization and she is interviewing applicants for a warehouse position. One of the candidates has written on his application that he speaks Spanish. Fran interviews this candidate in Spanish and interviews all other candidates in English. This is an example of what?

A) Disparate treatment
B) Disparate impact
C) Accommodation
D) Perpetuating past discrimination

Answer 3

A

Question 4

You are an HR Professional for your organization. Your organization employs 120 people in the United States. You are required to file the EEO-1 report for your organization by what date?

A) April 15 of each year
B) The anniversary date of your organization reaching 100 employees
C) January 1 of each year
D) September 30 of each year

Question 5

The GHF Corporation is looking to hire four software developers. The average pay for software developers, with the desired skill set, is $76,000. The GHF Corporation believes that by offering $80,000 for the starting salary they'll attract better performers than their competitors. What is this scenario an example of?

A) Lagging the market
B) Leading the market
C) Matching the market
D) Beating the market

Question 6

As an HR Professional, you must be familiar with the collective bargaining agreements and the process that rights are given, contracts, and union and management cooperation. Consider an arbitration process between the management and the union. What term is assigned to the resolution of the disagreement, by an arbitrator's interpretation of the language of the contract?

A) Resolution
B) Interpretation
C) Decision
D) Outcome

Question 7

What is the FairPay amount that defines, what a person makes, to be considered highly compensated?

A) $110,000 or more
B) $150,000 or more
C) $100,000 or more
D) $125,000 or more

Question 8

As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What legal case found that a test that has an adverse impact on a protected class is still lawful as long as the test can be shown to be valid and job related?

A) Washington versus Davis, 1976
B) Griggs versus Duke Power, 1971
C) McDonnell Douglas Corp. versus Green, 1973
D) Albemarle Paper versus Moody, 1975

Question 9

As an HR Professional you should be familiar with OSHA forms for maintaining employee records. OSHA form 301 is used to document the incident that caused the work-related injury or illness. How long is an organization required to keep the form on record?

A) One year from the date of the incident
B) Five years following the year of the incident
C) Three years following the year of the incident
D) 90 days following the year of the incident

Question 10

As a Senior HR Professional, you should be familiar with non-monetary rewards that your company provides for its employees. Which of the following is an example of non-monetary reward?

A) Satisfaction from challenging and exciting assignments
B) Esteem from working with other talented people
C) Cash compensation
D) On-site cafeteria

Question 11

You are the HR Professional for your organization and you're working with the management to define the role of contractors versus employees in your organization. According to the Internal Revenue Service, there are three categories of control that help determine whether a person is a contractor or an employee. Which one of the following is not one of the three levels of control as defined by the IRS for employee versus contractor?

A) Financial control
B) Locale of work performed
C) Behavioral control
D) Type of relationship

Question 12

As an HR Professional you need to be familiar with the Age Discrimination in Employment Act 1967. What is the maximum age this act applies to people?

A) There is no age limit in the act
B) 65
C) 70
D) 75

Question 13

The JHG Company has used discriminatory hiring practices in the past but they adjusted their practices and are following federal laws now to ensure that fair hiring practices are met. However, the JHG Company has an employee referral program as a primary source to recruit new employees. What danger may the JHG Company be exposed to in this scenario?

A) Perpetuating past unintentional practices
B) Perpetuating past discrimination practices
C) Succumbing to an adverse impact
D) Not finding qualified racially diverse candidates

Question 14

As an HR Professional, you are required to post an OSHA poster in a conspicuous place that is easily visible to employees. What OSHA poster lists each of the employee's rights?

A) OSHA 3165 poster
B) OSHA 5613 poster
C) OSHA 5131 poster
D) OSHA 3615 poster

Question 15

You are a HR Professional for your organization and your supervisor is asking you about the details of the Civil Rights Act of 1991, and what it means to your company. He wants to know what the total damages could be if an organization is found liable by a jury trial. What is the maximum amount that could be awarded to a victim of discrimination if the organization is found liable?

A) There is no limited amount as the jury can determine damages
B) $50,000
C) $300,000
D) $500,000

Question 16

Herb is the HR Professional for his organization. He is preparing to hire a new employee, Hans, to the firm. Herb has asked Hans to agree, in writing, to mandatory arbitration as part of the employment offer. What does this agreement mean?

A) It means that Hans and the organization must settle all disputes, if any arise, through a neutral third party rather than through a lawsuit.
B) It means that Hans must file all legal complaints with the organization's attorney, before filing a lawsuit against the organization.
C) It means that Herb's firm can research Hans to determine if he's had any lawsuits.
D) It means that Hans cannot work for competitors without the written permission of the employer.

Question 17

You are a HR Professional for your organization and you're preparing your team for a series of interviews. You want the team to be familiar with the validity types you'll use and encourage in the series of interviews. One of the requirements in the interview process for a graphic designer is, for the graphic designer to use a software program and to create a simple brochure. This is an example of what type of validity?

A) Construct-related validity
B) Predictive validity
C) Criterion-related validity
D) Content validity

Question 18

Henry is the HR Professional for his organization and he's discussing the status of Amy's employment. Amy earns $87,500 per year and receives a paycheck via direct deposit every two weeks. Amy was hired under the offer of a salary position, but she feels that she is working far more than the agreed 40 hours per week. Based on these scenarios, do you believe Amy is exempt or non-exempt?

A) Amy is exempt because she is paid on a salary basis.
B) Amy is not exempt because she is working more than ten percent of her total agreed hours per week.
C) Amy is exempt because she earns more than $1,000 per week.
D) Amy is not exempt because she is offered bonuses as part of her pay.

Question 19

On November 13, 2000 CFR Part 60-2 was revised to address affirmative action to make the rules more accessible and easier to implement. Which of the following statements is not part of this significant update to the Affirmative Action program in CFR Part 60-2?

A) Reduced the number of additional required elements of the written Affirmative Action Plan from 10 to 4
B) Reaffirmed that affirmative action isn't to establish quotes, but to create goals
C) Granted employers with fewer than 100 employees, permission to prepare a job group analysis that uses EEO-1 categories as job groups
D) Workforce analysis was replaced with a one-page organizational profile

Question 20

Robert is the HR Professional for his organization and he's speaking with the federation chairman about the labor and the direction of unions. What is a federation?

A) A federation is a group of national unions.
B) A federation is the same as a union.
C) A federation is a union that has international members.
D) A federation is the governing body of a union.

Question 21

Heather's organization works with a labor union work force. Heather has heard rumors that the union has been trying to create a hot cargo agreement with a supplier. What is a hot cargo agreement?

A) It's an agreement that an employer will stop doing business with a non-union business.
B) It's a threat that the union will slow down processing orders for non-union shops.
C) It's an agreement to rush orders for union-based businesses.
D) It forces suppliers to join the union.

Question 22

As an HR Professional you must be familiar with several laws and pieces of legislation that affects your practices. What act makes it illegal to discriminate against older workers with respect to benefits or to target older workers for layoffs?

A) OWBPA
B) OASDI
C) HIPAA
D) MHPA

Question 23

As an HR Professional you should be familiar with the terminology, practices, and rules governing unions and management in the bargaining process. There are three primary types of bargaining that management and unions participate in. Which one of the following bargaining types aims to generate a variety of options before settling on one?

A) Distributive bargaining
B) Good faith bargaining
C) Integrative bargaining
D) Interest-based bargaining

Question 24

You are the HR Professional for your organization. You're leading a presentation on equal employment opportunity terminology for your staff. Beth, a staff member, wants to know what a charge is -in regard to equal employment opportunity. What is a charge?

A) A charge is the documentation of an alleged unlawful discrimination.
B) A charge is an individual that has lodged a formal complaint to an agency that alleges unlawful discrimination.
C) A charge is the evidence that unlawful discrimination has occurred.
D) A charge is a formal complaint submitted to an agency that alleges unlawful discrimination.

Question 25

Which of the following are established by Fair Labor Standards Act (FLSA) of 1938? Each correct answer represents a complete solution. Choose three.

A) Criteria for exempt and nonexempt employees
B) Minimum wage requirement
C) Laws for protecting American children against labor exploitation
D) Health insurance requirement

Question 26

Organizational functions, according to Fayol, conform to one of the six functional areas. Which one of the following is not an area of organizational functions for strategic planning?

A) Sales and marketing
B) Financial activities
C) Human resource management
D) Technical activities

Question 27

Your organization is aiming to reduce costs by stopping wastes in the production cycle. The company has created a plan that will reward employees 50 percent of the savings from the waste stoppage. What type of compensation plan is your organization offering to employees in this instance?

A) This is an example of a team incentive
B) This is an example of profit sharing
C) This is an example of gainsharing
D) This is an example of a short-term incentive

Question 28

The Equal Pay Act of 1963 prohibits discrimination on the basis of sex in the payment of wages or benefits, to men and women who perform substantially equal work for the same employer, in the same establishment, and under similar working conditions. The law defined substantial equality of job content on four factors. Which one of the following is not one of the four factors this law defines?

A) Effort
B) Working conditions
C) Skill
D) Education

Question 29

The Department of Labor establishes the rules for unemployment insurance and associated claims. Who administers the unemployment?

A) Each organization
B) The Department of Labor
C) Insurance companies
D) Each state

Question 30

As an HR Professional you must recognize and be aware of several pieces of legislation that affect your performance as an HR Professional. What term describes the illegal agreement of the management to give an individual a job, as long as the person does not join or be involved with a labor union?

A) Yellow dog contract
B) Scab
C) Shill contract
D) Non-union agreement

Question 31

There are seven stages of internal consulting that an HR Professional must be familiar with. Consider this scenario: Frances has developed an HR training plan for her organization. The plan is comprehensive, aggressive, and will provide organizational development for all levels of employees in the company. Frances is presenting her plan to her organization's management. What level of internal consulting is Fran participating in?

A) Reviewing, transitioning, and evaluating the project
B) Gaining agreement to the project plan
C) Presenting the findings and recommendations
D) Exploring the situation

Question 32

Sexual harassment is a form of sex discrimination and it is illegal in the US based on what law?

A) Title VII of the Civil Rights Act of 1964
B) ADA and Rehabilitation Act of 2008
C) ADEA of 1967
D) Fair Labor Standards Act of 1958

Question 33

Which one of the following is the best example of a disparate treatment of discrimination?

A) All project team members are asked to take turns keeping meeting minutes in a rotation.
B) The meeting minutes will be kept by both men and women in a rotation.
C) The meeting minutes will be kept by female members of the project team because they have neater handwriting.
D) All junior project team members are required to take turns keeping meeting minutes in a rotation.

Question 34

Jennifer is the HR Professional for her organization. Her supervisor, Dan, has asked Jennifer to find the Compa-ratio for Sam. Sam earns $40,000 as a mechanic, but the midpoint for a mechanic is actually $50,000. What is the Compa-ratio for Sam?

A) -$10,000
B) 80 percent
C) 125 percent
D) $10,000

Question 35

Which of the following is the process of constantly working with employees to enhance their ability to perform their jobs productively?

A) Performance appraisal
B) Employee self-assessment
C) Performance management
D) Supervisory training

Question 36

Fred is a union employee who has been summoned by the management to an investigatory hearing regarding his conduct. Fred would like to have a union representative with him at the meeting. What is the name of the right that allows Fred to have a union representative with him at the meeting?

A) Management Rights
B) Bumping Right
C) Right of Way
D) Weingarten Right

Question 37

Which of the following are narrative methods of appraisal that require managers to describe the employee's performance? Each correct answer represents a complete solution. Choose three.

A) Daily review
B) Field review
C) Essay review
D) Critical incident review

Question 38

You are a HR Professional for your organization. You have presented an idea to your staff. The staff members then discuss their ideas based on your presentation. All of the ideas are recorded and collectively ranked from most important to least important (or some other ordinal scale). Through this process a selection or forecast can be made for the organization. What forecasting technique have you used in this scenario?

A) Nominal group technique
B) Ratio analysis
C) Brainstorming
D) Delphi Technique

Question 39

Your organization employees 475 people and you are the HR Professional for the organization. You're teaching your staff about the EEOC laws and the rights your employees have under these laws. In your state what term is assigned by the EEOC to the local offices that enforcethe EEOC laws and any local or state anti-discrimination laws?

A) Labor offices
B) Workers Rights Agencies
C) Fair Employment Practices Agencies
D) EEOC offices

Question 40

Amy is a sales person for your company and she earns her pay based on commission. Amy's pay is known as variable pay or what other term?

A) Fixed pay
B) Commission only
C) Base pay
D) At risk pay

Question 41

As an HR Professional you must address risk in the work place. There are two general categories of risk: pure risk and business risk. Which one of the following is an example of pure risk?

A) Loss of investment
B) Loss of life or limb
C) Safety training for workers in construction
D) Fines and penalties for breaking regulations

Question 42

Stress is often a significant issue in workplaces. Author Ravi Tangri asserts that stress costs organizations up to $300 billion per year. Which one of the following stresses is the largest contributor to organizational cost of waste?

A) Workplace accidents
B) Turnover
C) Absenteeism
D) Drug plan costs

Question 43

You are a HR Professional for your organization and you're preparing your team for a series of interviews. You want the team to be familiar with the validity types you'll use and encourage in the series of interviews. One of the requirements for the open position is that the candidates are fluent in both English and Spanish. This is based on the high performers among current employees that have this trait. This is an example of what type of validity?

A) Criterion-related validity
B) Predictive validity
C) Construct-related validity
D) Content validity

Question 44

Robert is the HR Professional for a construction company. He's working with several site managers to communicate the requirements of OSHA reporting. Robert wants to convey the requirements of OSHA's reporting for work-related injuries. Which one of the following is the OSHA definition of a work-related injury?

A) Any loss of life or limb resulting from an event in the work environment.
B) Any wound or damage to the body resulting from an event in the work environment.
C) Any physical damage to one's body resulting from an event in the work environment.
D) Any pain, suffering, or damage to a person as a result of working in an employee position.

Question 45

Which of the following are non-monetary rewards that a company can provide to its employees?

A) Recognition
B) Opportunity to learn
C) Flexible hours
D) Cash compensation

Question 46

Holly is the HR Professional for her organization and she's examining the type of exemptions for computer employees. What is the minimum rate that the computer employee must earn to be considered exempt?

A) $27.63 per hour
B) $17.03 per hour
C) $45.33 per hour
D) $31.23 per hour

Question 47

As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be deliberate or observable to be real. Employees were segregated by race and were allowed to work only in the lowest paid position. What lawsuit is described?

A) Griggs versus Duke Power, 1971
B) Albemarle Paper versus Moody, 1975
C) Washington versus Davis, 1976
D) McDonnell Douglas Corp. versus Green, 1973

Question 48

Which of the following are types of training evaluation? Each correct answer represents a complete solution. Choose all that apply.

A) Testing
B) Behavior
C) Learning
D) Reaction
E) Results

Question 49

You are the HR Professional for your organization. You are discussing the status of your company's employees to determine who may be considered nonexempt versus exempt. Which one of the following types of employees can never be considered exempted from overtime provisions?

A) Administrative assistants
B) Sales people
C) Manual workers
D) Managers

Question 50

Sally is an HR employee for her company. She is primarily interested in serving only in an organizational role where she focuses on creating HR policies and procedures. What is the limitation Sally may subject herself to, if she focuses only on the organizational role?

A) She'll only be involved in the organization's strategic planning efforts.
B) She won't be involved in the organization's strategic planning or change efforts.
C) Her organizational impact will be limited to identifying problems, creating policy initiatives, and launching HR programs.
D) Her organizational impact will be limited to promoting employee performance.

Question 51

Mathematical forecasting is also known as quantitative forecasting. Which one of the following statements best describes mathematical forecasting techniques?

A) The predictor of future performance is risk analysis of possible outcomes.
B) The best predictor of future performance is statistical analysis of past performance results.
C) The best predictor of future performance is structured reviews of current performance.
D) The best predictor of future performance is past performance.

Question 52

Which of the following is the process of systematically determining a relative internal value of a job in an organization?

A) Job evaluation
B) Broadbanding
C) SWOT Analysis
D) Gainsharing

Question 53

As an HR Professional you must recognize, and be aware of several pieces of legislation that affects your performance as an HR Professional.Which one of the following acts exempted labor unions and agricultural organizations from The Sherman Antitrust Act?

A) The Clayton Act
B) The Railway Labor Act
C) The National Labor Relations Act
D) The National Industrial Recovery Act

Question 54

You are the HR Professional within your organization, and you're working with the management to address the organizational culture. You explain to the management the four dimensions of organizational culture - as addressed by Deal and Kennedy. Which one of the following is not one of the four dimensions of organizational culture?

A) Heroes
B) Joy
C) Values
D) Rites and Rituals

Question 55

Which of the following are the key components of gainsharing? Each correct answer represents a complete solution. Choose three.

A) The organization and the employees share the financial gains.
B) If goals for improvements are met, employees and managers share the success.
C) Managers and employees provide their part of salary for charity.
D) Employees and management work together for reviewing organizational performance.

Question 56

As a HR Professional you must understand the laws and regulations, which affect employee compensation. If a non-exempt employee works more than 40 hours per week, what is their overtime pay rate?

A) 150 percent of their base pay
B) It depends on the state where the employee is employed
C) Non-exempt employees do not receive overtime pay
D) 50 percent of their base pay

Question 57

As an HR Professional you must be familiar with the project management processes and the stakeholders of projects. All projects can map to the project management lifecycle. Which one of the following best describes the project management lifecycle?

A) It is the aggregation of the nine knowledge areas of project management: integration management, scope, schedule, costs, quality, human resources, communication, risk, and procurement.
B) It is the life of the management of the project -from initiation, planning, execution, controlling, through closing.
C) It is the life of a project to interact with all areas including scope, schedule, costs, quality, human resources, communication, risk, and procurement.
D) It is a unique life of each project -from its initiation through its closing.

Question 58

The management and union are proceeding to an arbitration hearing that will be conducted by an arbitration panel. Which one of the following best describes the makeup of the arbitration panel?

A) There are three arbitrators all of whom are randomly selected to serve from a pool of pre-approved management and union arbitrators.
B) There are three arbitrators all of whom must be approved to participate by the management and the union.
C) There are three arbitrators, one selected by the management, one selected by the union, and a neutral arbitrator whom both management and union approve of.
D) There are three arbitrators, all of whom are selected by the party not bringing the grievance.

Question 59

As an HR Professional you should be familiar with the terminology, practices, and rules governing unions and management in the bargaining process. What is the zipper clause in regard to negotiations?

A) Items in a management-union contract can be "zipped" open and closed as often as necessary.
B) Management is locked out of union meetings.
C) Management and union representations are locked out of union employee meetings.
D) Items in a management-union contract are "zipped" closed, once the agreement is signed by both parties.

Question 60

You are the HR Professional for your organization and you have been asked to hire a project manager. The average market salary for the project management position, you have available is $87,500. Which one of the following salaries would be indicative of lagging the market?

A) $79,000
B) $101,000
C) $87,500
D) $88,000

Question 61

HR Professionals must recognize types of unlawful discrimination to be in compliance with US law. One type of discrimination is disparate treatment. Which one of the following is the best definition of disparate treatment?

A) When an employer treats all applicants the same regardless of their race, color, sex, religion, national origin, age, disability, or military or veteran status.
B) When an employer creates a quid pro quo status based on an employee's rebuttal of unwelcome sexual advances.
C) When an employer treats a candidate differently based on the person's race, color, sex, religion, national origin, age, disability, or military or veteran status
D) When an employee treats other employees differently based on their past work efforts.

Question 62

Which of the following are the benefits of gainsharing programs? Each correct answer represents a complete solution. Choose three.

A) Aligns employees to organization goals
B) Employees are paid on the basis of group performance rather than individual performance
C) Enhances employees focus and awareness
D) Helps organization to achieve improvement in key performance measures

Question 63

What nonmathematical forecasting technique uses rounds of anonymous surveys among participants to determine consensus on the direction of employment trends, candidate selection, or other forecasting topics?

A) Delphi Technique
B) Qualitative forecast
C) Management forecast
D) Trend analysis

Question 64

Jan is the HR Professional for your organization. An employee within the organization has filed a charge with the EEOC that discrimination has been done by your organization against her. The EEOC has investigated the case and has found that there is no reasonable cause against your company. The person filing the charge, however, still believes that discrimination has occurred. How long does this person have, to file a lawsuit against your company?

A) Once the EEOC has found that there is no reasonable cause, the complainant cannot file a lawsuit to sue.
B) Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 30 days of the EEOC's findings.
C) Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 90 days of the EEOC's findings.
D) Once the EEOC has found that there is no reasonable cause, the complainant can still file a lawsuit within 180 days of the EEOC's findings.

Question 65

Which of the following is a term used to describe efforts made by a downsizing company to help former employees through the transition to new jobs and help them re-orientate to the job market?

A) Duty of diligence
B) Exit interview
C) Utility function
D) Outplacement

Question 66

Management and union representatives are working through a collective bargaining agreement. What term is used in this process to describe arbitration that is used to resolve conflicts around contract language in the collective bargaining agreement?

A) Decisions
B) Permanent arbitration
C) Interest arbitration
D) Ad hoc arbitration

Question 67

Jane is preparing for an interview process for an open position within her company. Jane has prepared several questions for the interview. Inher questions, Jane is careful not to ask all of the following questions, except for which one?

A) Our hours are from 8 AM to 5 PM. Can you meet this requirement of the position?
B) Where are you from?
C) How many children do you have?
D) What's your date of birth?

Question 68

As an HR Professional you must be familiar with several acts of congress, laws, and regulations that address risks in the workplace. Which of the following laws was the first to establish consistent safety standards for workers?

A) Mine Safety and Health Act
B) USA Patriot Act
C) Occupational Safety and Health Act
D) Homeland Security Act

Question 69

As an HR Professional you should be familiar with the terminology, practices, and rules governing union-based strikes. An organization utilizes union labor and non-union labor in their operations. The union goes on a strike; so the organization shifts work to the non-union labor to offset the effects of the strike. If the union labor decides to picket the operations of the non-union labor, what term is assigned to this process?

A) Double Breasting Picketing
B) Common situs picketing
C) Wildcat strikes
D) Sympathy strike

Question 70

Your organization is likely to be purchased by a competitor. The Management has asked you, in confidence, to complete environmental scanning to determine the effects of the purchase on your organization's culture, customers, and employees. What is environmental scanning?

A) Environmental scanning is a review of the opportunities and threats that a condition may have on an organization.
B) Environmental scanning is the process of assessing the effects of an organization change on both macro and micro elements in an organization.
C) Environmental scanning is a review of the cultural achievability of a new project, organizationalchange, or market influence on at least three factors in an organization.
D) Environmental scanning is an internal review of an external catalyst.

Question 71

What is the time limit for filing a charge of discrimination with the EEOC?

A) 90 days
B) 60 days
C) 180 days
D) 30 days

Question 72

The Federal Labor Standards Act is something that all HR Professionals should be familiar with. This act clearly defines four areas that affect all employees. Which one of the following is not one of the four areas of employment covered by this act?

A) Commissions, royalties, and tips
B) Overtime
C) Record keeping
D) Minimum wage

Question 73

Diane is the HR Professional for her organization and she's examining the ranges for the compensation levels of her company. Which one of the following statements best describes what a range for compensation is?

A) A range specifies the lowest/minimum and the highest/maximum compensation rates for which positions with each grade are federally mandated that employees be paid.
B) A range specifies the lowest/minimum and the highest/maximum compensation rates for which positions with each grade are generally paid.
C) A range specifies the lowest/minimum and the highest/maximum compensation rates for the worth of responsibilities.
D) A range specifies the lowest/minimum and the highest/maximum value for which employees are generally paid through incentives.

Question 74

You are leading a brief presentation for your company about the ERISA program your company participates in. What is ERISA used for?

A) It protects the interests of those who participate in employee benefit plans
B) It protects the workers of employee compensation plans
C) It protects private organizations that have profit sharing plans for employee compensation
D) It allows private organizations to create investments for workers in profit-sharing plans

Question 75

Your organization offers an employees' retirement benefit program that is covered by the Employee Retirement Income Security Act of 1974. The administrative responsibility for enforcement of the Employee Retirement Income Security Act of 1974 is divided among three government agencies. Which one of the following is not a government agency that helps to enforce ERISA?

A) FDIC
B) Department of Labor
C) IRS
D) Pension Benefit Guaranty Corporation

Question 76

You have just hired a job candidate for a position in your company. You are now required by the Immigration and Control Act of 1986, to complete an employment eligibility form to verify the new employee's eligibility to work in the United States. Within how many days must you complete this form?

A) 3 days
B) 30 days
C) 7 days
D) 10 days

Question 77

Which of the following is a process that occurs due to mergers, outsourcing or changing business needs?

A) Involuntary exit
B) Plant closing
C) Voluntarily exit
D) Outplacement

Question 78

The Americans with Disabilities Act of 1990 identifies an individual with a disability, as a person who has one or more of the following characteristics except for which one?

A) Has a record of such impairment that substantially limits one or more major life activities
B) Is regarded as having such impairment that substantially limits one or more major life activities
C) Is believed by employers that an individual having a physical or mental impairment substantially limits one or more major employment activities
D) Has a physical or mental impairment that substantially limits one or more major life activities

Question 79

A union is performing a jurisdictional strike in front of a construction site. What is a jurisdictional strike?

A) It is a strike through which the union seeks to pressurize an employer to assign a particular work to its members; rather than to members of other unions or to the non-union workers.
B) It is a strike through which the union seeks to pressurize an employer to agree to the terms ofa new contract although there is already an approved contract in place.
C) It is a strike through which the union seeks to pressurize an employer to agree to the terms of a new contract because the current contract between the employer and the union has expired.
D) It is a strike through which the union seeks to pressurize an employer to assign all work to its members, rather than to members of non-union workers.

Question 80

You are the HR Professional for your organization and you're completing a turnover analysis. You're considering that over the past year your organization has employed 1,238 employees and during that same period your organization has terminated 56 employees. Based on this information what is your organization's turnover for the past year?

A) 56
B) Significantly lower than average
C) 22
D) Moderately low